The top level management has greatest authority. Authority always flows from top to bottom. It explains how a superior gets work done from his subordinate by clearly explaining what is expected of him and how he should go about it. Authority should be accompanied with an equal amount of responsibility. Accountability still rest with the person having the utmost authority. Responsibility - is the duty of the person to complete the task assigned to him.
A person who is given the responsibility should ensure that he accomplishes the tasks assigned to him. If the tasks for which he was held responsible are not completed, then he should not give explanations or excuses. Responsibility without adequate authority leads to discontent and dissatisfaction among the person. Responsibility flows from bottom to top.
The middle level and lower level management holds more responsibility. The person held responsible for a job is answerable for it. If he performs the tasks assigned as expected, he is bound for praises. Accountability - means giving explanations for any variance in the actual performance from the expectations set. Accountability can not be delegated. Clarifying expectations at the beginning provides the guidance they need to start the job right away and complete it correctly and efficiently.
Periodically request updates from your employees to monitor the progress of each delegated task. You may want to schedule regular meetings with your employees to get further details on the tasks they are responsible for. By monitoring progress along the way, you can provide corrections or guidance as needed and ensure timely completion of each task.
This step also allows you to remain available should questions or concerns arise. Evaluate the quality of the work to ensure that your team members complete it correctly. For a temporary delegation of authority, this step may involve a one-time analysis once the task is complete. Whether positive or negative, your feedback should be constructive to help them improve their work and develop their skills.
Related: Leadership Skills: Definitions and Examples. These steps help to create clear expectations during the transfer of authority in the workplace. Each of your employees should understand precisely how much control they have over the project and what you expect of them. In return, you should provide honest feedback about their performance so the employee can recognize their strengths and improve on future projects.
Using this method for transferring authority creates a mutually beneficial relationship between you and your team members. While you can free up time by delegating a task to another person, your employee can also take on new responsibilities, which can increase their value in the workplace. Find jobs. Company reviews. Therefore it is only through delegation, a manager can be tested on his traits.
Delegation of authority is help to both superior and subordinates. With effective results, a concern can think of creating more departments and divisions flow working.
This will require creation of more managers which can be fulfilled by shifting the experienced, skilled managers to these positions. Therefore, from the above points, we can justify that delegation is not just a process but it is a way by which manager multiples himself and is able to bring stability, ability and soundness to a concern.
View All Articles. Similar Articles Under - Organizing Function. Facebook is a multibillion-dollar corporation, with tens of thousands of employees responsible for a multitude of task s t hat keep operations moving. Like any other corporation, all those individual tasks have been delegated to someone other than Zuckerberg. However, in his statement, he reiterates that while other individuals have responsibilities, he is ultimately the highest authority figure that those responsibilities fall into.
The concept of delegating authority, while maintaining responsibility, can be challenging for managers , e specially in times of duress or when faced with obstacles. However, good managers recognize that with their authority comes the weight of ultimate responsibility, and thus, accountability. Managers should be trained from the outset on the expectation of holding themselves responsible for everything within their purview, regardless of their delegation decisions.
Now that the key distinctions ha ve been made, how do you actually go about delegating authority? The specific ways in which the steps unfold can vary depending on the company and the manager, but there are four key stages that the process of delegation always tends to follow:. Assignment of Duties to Subordinates. Before delegation can begin, the delegator needs to determine the duties which they want the subordinate s to perform.
It is in this stage that the superior lists the activities they want to be performed by their subordinates, along with the targets to be achieved, and then communicates this to those recruited. Duties are then assigned to the subordinates, as per their job roles, rankings, and expectations. Transfer of Authority to Perform the Duty. The second stage is when the delegator determines the necessary amount of authority required to perform the assigned duty and bestows that on the subordinate s.
During this phase, the manager must always ensure that the authority is strictly delegated just to perform the assigned responsibility, since disproportionate authority lends risk to m isunderstanding by the subordinate. Acceptance of the Assignment. It is in this stage that the subordinate can either accept or reject the tasks assigned to them.
If the delegate refuses to accept the duty, and subsequently the authority to perform it, it is the responsibility for the delegator to either investigate as to why the delegate has refused or to identify another person who is capable and willing to undertake the assignment.
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